I responded to a LinkedIn article "Why Don’t Employers Call You Back?" by CareerBuilder blogger, part of which is reproduced here:
Of all the complaints we hear from job seekers, one of the most popular is, “Employers never call me back.” They say that not receiving any communication makes them think their application materials weren’t received, and it’s frustrating. After an interview, they expect to hear something, even if it’s bad news. They just want to know, one way or the other, if they might be in the running for the position.
One solution that I have seen a few progressive firms use involves two simple steps:
* Instantly acknowledging (often in an computer automated manner) receipt of the application. This allays concerns that e-mail, Linked in or some of the more bizarre forms actually worked.
* Clearly post two dates: the application deadline and the drop dead date for the first interview call. In doing so candidates can tell when they missed the cuts (and mentally move on).
I agree that once both sides have gone to the first interview stage in person or by phone, it is the employers responsibly to inform the candidate when they are no longer in the running. By phone would be nice, but even e-mail would suffice.
Many employers who post jobs in newspapers or on the web have a "drop dead date" by which time applications are due. Unfortunately this is usually followed by a version of "don't call us, we'll call you." Waiting and hoping for "the call" can be very stressful.
While I understand that responding to the 100's if not 1,000's of possible applicants is not feasible, one solution would be to let applicants "off the hook" so to speak by also posting a "final notification date." In effect, if you haven't been notified by this date - preferably 4 weeks or so after the drop dead date, then you have not made the infamous short list and should put this opportunity behind you.
In re-reading the excellent 1997 Harvard Business School's "In Transition" by ML Burton & RA Wedemeyer, I was reminded of the major steps in executing a career transition and how it in many ways parallels marketing a business with "YOU" as the product.
Good article see: http://www.iqpartners.com/WhyIQPartners/IQPNews_Apr_2010_jobs.html
His advice includes:
- Work with multiple recruiters
- Create a substantial digital footprint
- Always be networking